The Research Of Incentive Policy Of A Company Software Design Employees

The key to the sustainable development of enterprises is to continuously enhance its competitiveness, and the key to enhance competitiveness is to develope employees'initiativeness, with a performance of the human capital rising. Software enterprises is knowledge-based enterprises. The human resources value is the core value of software enterprises. Therefore, the core task of software enterprises is to establish and improve human resource incentive system.Firstly, the thesis analyzed the basic characteristic of the Software Development Enterprises'staff, difference between inventive system between the traditional enterprises and software development enterprises. Secondly, the thesis discussed the issues of human resource management problem through the interviews and analysis of the terminated staffs of A company, and discloses six problems such as boring works of software development, personally ability not being improved, imcompleteness of performance review system, faultiness of salary system, lack of career planning, lack of training system matches with company development, lack of company culture.According to the theory of human resources related incentiveness. the problems gained by interviews are divided into five factors: Job-related incentives satisfaction, evaluation-related incentives satisfaction, C&B-related incentives satisfaction, growth and development related incentives satisfaction, culture-related incentives satisfaction. A questionnaire was designed according these five factors and a survey of the current software developers of A company was conducted. SPSS software was used for the statistic analysis of the result of the survey.The analysis shosed that the satifaction level of the employees investigated to the five incentives satisfaction factors is generally low. Signicant differences exist among employees with different positons from aspects of industry working length, company working length, annual income and positions. This illustrates that the company incentive satisfaction issue is not only an universal problem, but also a structural problem.Therefore, analysis was conducted to the detailed items of the five satisfaction factors of incentive system to define as universal characteristics or structural characteristics. In general, employees'recognition to objective questions is relatively high, for example, good working environment, challengement of works, pays matching with works, improvement of individual ability and so on. While the recognition to subjective questions is relatively low, for example, appropriate workload distribution, a true reflection of team and individual performance assessment, a democratic atmosphere organization, effective communication channels, effective inter-department co-operation, team spirit etc. In addition, there is shortcoming of institutional system about staff career planning and training system.Improvement and redesign of the incentive policy of A enterprise by combination of enterprise developmental stage and results has been discussed in this thesis. The first solution is to improve the software developers'job interest and personal capacity. Second solution is to establish a flexible working system in order to balance the software developers'work and life.The third solution is to promote software developers'cooperation and competition and,to establish a virtual team and a relaxed Enterprise atmosphere. The fourth solution is to increase employees incentive through redesigning and improving the job-related factors to make employees work from passive to active, make employees to love their work and to create value for the enterprise.Redesign of performance appraisal relevant incentive system was discussed in the thesis. The objective is to combine the performance of individuals and the team in order to real reflect the individual performance of employees. Combined with the actual situation of enterprise and software development positions will be divided into four main stages, Evaluation performance indicators were designed according to the goals of these postions.Design of economic incentive policy according to the level of local wages, enterprise development stage, corporate profits and A enterprise results was discussed in the thesis. A different compensation incentive policy was designed for four positions of software developers.The benefits part was also improved and redesigned.Growth and development incentives was discussed in the thesis. A framework mainly for the career planning and training of software developrs was designed.To strengthen the building of enterprise culture is to emphasize the importance of authorizations and communications for software developers.In a word, the incentive policy is the core issue in modern human resources management.The thesis aimed at the correct using of incentive measures, the establishment and improvement of the enterprises'incentive system, based on the specific characteristics of software developers and the specific stage of enterprises'development, in order to make employees to create better value to enterprises.